Are you confident you can keep thriving in the face of change?
Or is your organization under-performing?
Innovation might be stagnating.
You’re slow to adapt to changes.
It’s difficult to compete for the best new talent.
It’s hard work to retain the talent you’ve already invested in.
You’re struggling to merge teams after a reorganization or acquisition.
That means:
Customer satisfaction might be dropping.
Productivity feels lower than it should be.
My mission
Research shows only one kind of diversity predicts whether teams are good at problem solving.
Cognitive diversity: a mix of ways that team members use information.
You will attract cognitively diverse talent by building an organizational culture that makes sure everyone can contribute their best.
This culture is curious and supportive.
It’s enables the collective genius.
My mission is to design and adjust your organizational culture into one that attracts talented people with a mix of cognitive styles, and enables them to shine.
See more about my mission in this 3 minute film.
Hi, I’m Lisa.
In this short film, I’ll explain what I can do for your organization.
I want to tell you about a kind of diversity that you can’t see.
This is diversity in the way we think.
Psychologists call it cognitive diversity.
It’s about how we prefer to take in information. How we perceive it. How we use it.
You can’t see cognitive diversity, but you can feel it. You can experience it.
When you get it right, you see transformations such as one I led even through a reorganization and covid lockdowns that saw the employee-NPS rating increase from -33 to +30 over 3 years.
Intuitively it makes sense.
Let’s say you’re a visionary. You can see where you want your business to go.
Now, if you hire a lot of people who think like you, you’ll have wonderful, stimulating discussions about how to bring value to your customers and be super-successful.
But you won’t be very good at making a strategy to get from here to your vision.
Or at executing it.
That’s because the brain skills involved in being visionary, and designing and executing a strategy, are different.
You don’t naturally find them in the same person.
Sure, you can learn to become OK at another style, but you won’t excel at it.
So with lots of the same kind of brain, you start to get into trouble.
Your innovation stagnates. It’s difficult to respond to changes like artificial intelligence, a new competitor, or a new customer need.
It’s hard to attract new talent, to compete with others to secure people with the skills you really want. It’s also hard to keep the talent you already have.
Result – your customers get less satisfied, your productivity drops, your success declines.
The solution is to have teams that mix up different types of brain.
For example: research about team problem solving has shown that diversity you can see – gender, age, ethnicity – doesn’t make any difference to being successful in solving a problem.
A group of white men can be better at solving a problem than a group that looks diverse.
The reason is cognitive diversity.
Yes, a group of white men can be diverse too – if they have different thinking styles.
You need 2 things to make sure you’re innovative, attractive to talent, and successful when faced with change:
The first is cognitive diversity.
The second is the right culture to make sure these different brains can work together effectively.
That is a culture of curiosity, mutual support.
Of succeeding as a team not as an individual.
This cognitively inclusive culture allows the collective genius to emerge.
It will make sure your organization excels at all the behaviors you need:
To be successful now
To keep growing
And to thrive with whatever changes are heading your way.
You can learn more about how I do this by watching the short film on the Services tab of this website.
Or, connect with me for a chat.
I’d love to meet you and discuss the potential for your organization.
Employees in a cognitively inclusive culture feel valued, involved, and connected to your mission and to each other.
This engagement drives organizational improvements.
35% less turnover. 68% higher wellbeing with drop of 78% in absenteeism. More effective competition for top talent, from a 40% larger talent pool.
Save more than $11,000 per employee each year.
Talent management
Improved team skills in using intelligence, problem solving, pattern recognition, risk taking and rational decision making. It’s easier to adapt to changes.
Diverse leadership drives 19% more innovation revenue.
Business performance
Business performance correlates by 49% with engagement. The most engaged employees drive 15% higher productivity, and 10% higher customer loyalty.
The most engaged organizations outperform by 23% profitability.